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HumanResourcesOffice of
Health Care Job Family StudyNew Structure and Implementation
Employee Information SessionMay 7, 2015
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Agenda
• Project Overview and Objectives• Health Care Job Family Definition• Project Process • Classification and Salary Structures• Project Timelines• Salary and Benefit Impact• Q&A
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Job Classification Redesign
Goal: Create and implement a classification system that provides:• managers and employees transparent career paths,• a classification structure that provides clarity and
ease of administration, • optimal utilization of payroll dollars, and • the ability to attract, engage, and retain high
performing employees.
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Job Family Study Overview
• University-wide initiative – aligned with University’s vision and Operational
Excellence• Civil Service and P&A positions on all five campuses• 18 total job families; 15 are complete • Working in partnership with Sibson Consulting• Collaborative approach focused on communication and
consensus-building• Anticipated completion June/July 2015
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Health Care Job Family Definition
The Health Care job family deals with direct patient care for both physical and mental health, to maintain the well-being of community and public health programs. Advanced degrees in health care fields are required, to include but not limited to Medicine, Dentistry, Pharmacy, Psychology, Social Work, Nursing, and Public Health. Additional required credentials for many health care positions include professional registration, certification, and state licensure. Typical functions include provision of health care, supervision of unit or clinic staff, teaching of students and/or residents, regulatory compliance, patient relations, operational services, and medical records.Community Health: Provide a service to one or more community groups. Activities focus on administrative, managerial, or professional work planning and directing a community service program that requires specialized education and training in the health care field.
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Health Care Job Family Definition cont’d
Health Care: Provides the delivery of health care by determining the correct diagnosis and providing the necessary treatment. Health Care employees may conduct research for publication and also participate in program development and administration.
Mental Health: Provides direct client assessment and counseling on mental health issues. Mental Health Care employees may conduct research for publication. Senior level Mental Health professional may supervise students in advanced Mental Health programs. Mental Health Care employees may also participate in program development and/or administration.
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Project Stakeholders
Advisory Team Focus Groups Steering Team Individual Employees
Parties Include
• Project Sponsor• HR in the Unit• HR Consultants• Functional Team
Members• Class & Comp Staff• Sibson
Consultants
Subject Matter Experts
Operational Excellence Team
Employees with Manager Guidance (as interviewees and focus group participants)
Role Develop job family definitions, assign placements, and conduct competitive compensation assessment
Review initial job family definition and career ladder documentation
Helps to ensure project success and provide final approval of key deliverables
Complete position description documentation
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Job Family Collaboration
Advisory Team
• Jeff Ogden• Hosea Ojwang• Deborah Carlson• Coy Hillstead• Deanna Mills
• Kelly Campbell• Jeanette Steeves• Colleen McDonald Diouf• Carolyn Karasch• Carl Anderson
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Job Family Collaboration
Focus Group Members
• Jill Wooldridge• Linda Hermanson• Dennis Maurer• Katherine Beal• Jan Reiling• Raylene Streed• David Worley, MD• Debbie Dunst-Wald
• Anthony Untiedt• Michelle Jacobson• Parami Samarakoon• Miroslav Konvicka• Jamie Suchy• Neelu Hira• Jennifer Peters
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Colleges and Administrative Units Represented• Community University Health Care Center
• Boynton Health Service
• School of Dentistry
• School of Medicine
• UMD Health Services
• University Counseling & Consulting Services
• Minnesota Lions Eye Bank
• College of Liberal Arts
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Role Requirements Accountability
· Operational Activity
· Decision-making Authority
· Operational Knowledge
· Education and Experience
· Management Experience
· Technical Capabilities
· Industry Knowledge
· Planning Horizon
· Influence on Institution
· Scope of Measurable Effect
· Problems Solved
How Jobs are Mapped to the Structure
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Steps to Develop a Structure
Market PricingJob Descriptions Salary Structure
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Salary Structure Design
• Reviewed salary survey reports from industry leaders (CUPA, EduComp, Kenexa CompAnalyst)
• Factors Considered:– Higher education– Minneapolis metro area (for-profit and not-for-profit
companies and government)– If specific cuts not available, looked at broader
regional or national data
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University StructureUniversity Level
SVP / VP – outside studyAVP – outside study
Director 2Director 1
Manager 3 Individual Contributor 3Manager 2 Individual Contributor 2Manager 1 Individual Contributor 1
Supervisor 4 Professional 4
Supervisor 3 Professional 3
Supervisor 2 Professional 2
Professional 1
Labor Represented Positions (not included in study)
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Health Care Structure: Before13 managerial/supervisory and 39 individual contributor classes
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Job Code Job Title Min Max Job Code Job Title Min Max
Management 0649 Nurse Manager $72,134 N/A Management 9334 Director Campus/College Level $35,418 N/A
0206 Administrative Professional N/A N/A 9337 Departmental Director $35,418 N/A
9338 Associate Department Director $35,418 N/A
9339 Assistant Department Director $35,418 N/A
9340 Program Director $35,418 N/A
9341 Associate Program Director $35,418 N/A
Supervisory 7040 Dental Clinic Supervisor $37,981 $56,992 Supervisory
7050 Nursing Supervisor $64,938 N/A
7053 Med Technologist Supervisor $55,515 $83,283
7057 Licensed Practical Nurse Supv $39,374 $69,992
7205 Executive Assistant N/A N/A
7206 Administrative Professional N/A N/A
7208 Program Associate $34,278 $59,155
7315 Community Program Specialist N/A N/A
7316 Community Program Associate N/A N/A
Individ Contributor0539 Clinic Physician N/A N/A Individ Contributor9354 Coordinator $35,418 N/A
3522 Nursing Professional $57,200 N/A 9704 Senior Counselor $35,418 N/A
3524 Nursing Professional $49,566 $79,290 9705 Counselor $35,418 N/A
8205 Executive Assistant N/A N/A 9711 Associate Counselor $35,418 N/A
8294 Radiologic Technologist $43,784 $65,707 9712 Associate Psychologist $35,418 N/A
8299 Pharmacist $72,218 N/A 9719 Optometrist $35,418 N/A
8302 Physician Assistant $64,938 N/A 9721 Physician $35,418 N/A
8303 Medical Technologist $47,362 $71,074 9722 Dentist $35,418 N/A
8306 Senior Medical Technologist $49,754 $74,568 9723 Senior Psychologist $35,418 N/A
8308 Cardiac Ultrasound Tech $54,330 $81,557 9724 Psychologist $35,418 N/A
8315 Community Program Specialist N/A N/A 9726 Psychiatric Social Worker $35,418 N/A
8316 Community Program Associate N/A N/A 9727 Sr Public Health Specialist $35,418 N/A
8324 Physical Therapist $56,472 $84,698 9728 Public Health Specialist $35,418 N/A
8350 Junior Scientist $30,909 $51,626 9732 Clinical Specialist $35,418 N/A
8352 Scientist $42,245 $75,046 9733 Associate Clinical Specialist $35,418 N/A
8356 Sr Laboratory Services Coord $38,043 $65,936 9734 Assistant Clinical Specialist $35,418 N/A
8385 Community Health Coordinator $34,278 $59,155 9772 Pharmacist $35,418 N/A
8483 Dietician $42,744 N/A
Civil Service Class & Salary Range P&A Class & Salary Range
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Health Care Structures
• 3 Structures created to address market pay levels:
– Allied Health Care: Radiologic Technologists, Medical Technologists, Pharmacists, Physical Therapists, Dietitians, Coding Specialists, Donor Coordinators, Clinical Specialists (Speech, Language, Hearing Sciences)
– Patient Care: Registered Nurses, Physician’s Assistants, Nurse Practitioners, Nursing Supervisors, RN Care Coordinators, Research Coordinators (RN), Triage Nurses
– Mental Health Care: Psychologists, Psychiatric Social Workers, ARMHS Workers, BH Case Managers, Chemical Dependency Counselors
Note: Not an exhaustive list; does not include managers and some unique jobs.
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Health Care Job Family – Allied HealthJob Family Level Min Mid Max
P & A
Exempt
SVP / VP - Outside Structure AVP NA
NAAllied Health Care
Manager 3N/A $100,200 $135,300 $170,300
N/AAllied Health Care
Provider 2 $83,500 $112,700 $142,000
Allied Health Care Manager 1
N/A $69,600 $93,900 $118,200
Civil Service
Allied Health Care Professional 4, Supr
Allied Health Care Professional 4 $57,900 $78,200 $98,400
Allied Health Care Professional 3, Supr
Allied Health Care Professional 3 $49,300 $66,600 $83,800
Non-exem
pt
Allied Health Care Professional 2, Supr
Allied Health Care Professional 2 $42,100 $56,900 $71,600
Allied Health Care Professional 1 $36,000 $48,600 $61,200
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Health Care Job Family – Patient CareJob Family Level Min Mid Max
P & A
Exempt
SVP / VP - Outside Structure
AVP
N/A
N/A Patient Care Manager 3
N/A $96,300 $130,000 $163,700
Patient Care Manager 2
N/A $90,600 $121,500 $153,000
Patient Care Manager 1
N/A $83,700 $113,000 $142,300
Civil Service
Patient Care Professional 4, Supr
Patient Care Professional 4
$72,800 $98,300 $123,800
Patient Care Professional 3, Supr
Patient Care Professional 3
$59,200 $79,900 $100,600
Non-
exempt
N/APatient Care
Professional 2$51,400 $69,400 $87,400
N/A
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Health Care Job Family – Mental HealthJob Family Level Min Mid Max
P & A
Exempt
SVP / VP - Outside Structure AVP N/A N/A
Mental Health Care Manager 3
N/A $66,100 $89,200 $112,400
Mental Health Care Manager 2
Mental Health Care Provider 2
$56,400 $76,200 $95,900
Mental Health Care Manager 1
N/A $52,400 $70,700 $89,000
Civil Service
Mental Health Care Professional 4, Supr
Mental Health Care Professional 4
$48,200 $65,100 $81,900
N/A N/A
N/AMental Health Care
Professional 2$35,200 $47,500 $59,800
Non-ex Mental Health Care Professional 1 $30,600 $41,300 $52,000
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Implementation Key Dates and Events • May 5
– Employees receive individual results letters– Start of appeal period– Round 2 begins
• May 6 – Employee Information session
• May 26– Employee deadline for appeals– Designate employee group choice, if applicable (1 employee)– Round 2 deadline for position descriptions
• June 1 – Effective date
• June 9 – Appeal and round 2 results; retroactive to June 1
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Appeal Process 1. Employee discusses classification result concerns with
supervisor2. If the supervisor, in discussion with their unit HR Office,
supports an appeal, the employee submits the appeal form (with documentation and supervisor signature) to their unit HR office
3. Unit HR Office reviews and submits appeal information by the deadline of May 26
4. Appeal panel of subject matter experts reviews5. Appeal results communicated on/before June 9
Appeal process information found at z.umn.edu/jobfamilies
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Employee Salary Impact
• 236 positions were reviewed – Excluding resigned or positions moved to other job
families – 10 employees are outside of the new range– For those below range minimum: Salary brought to the
range minimum on the effective date– For those above the range maximum: Salary frozen for 3
years or until the range catches up to the salary. If still above the range after 3 years, salary will be adjusted to the top of the range.
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• Non-exempt positions are not exempt from the overtime pay requirements of the FLSA. -Employees are paid overtime if they work over 40 hours in a work
week. -Advanced supervisor approval of OT is required
• Exempt positions do not require overtime pay by law-UMN civil service rules currently provides OT pay or V class.
Fair Labor Standards Act: http://www1.umn.edu/ohr/toolkit/compensation/paypolicy/flsa/index.html#generalflsainfo
Fair Labor Standards Act (FLSA)Exemption Status
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Positions that Change Employee Group
• All non-exempt positions are civil service or bargaining unit.• Exempt employees have the option to stay in their current
employee group. – If an employee elects to change employee groups, they may have
benefits changes. – Note: Employees who have already exercised their (one time)
option to remain in or change their retirement plan do NOT have another option. (per Faculty Retirement Plan)
• OHR Benefits staff members are available to assist these employees in reviewing their options.
• Handout information describing benefit differences is available today and on the web site.*
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Job Family Study Results
• Total number of positions reviewed: 236• Distribution by employee group
• Civil Service: 161• P&A: 75
• Distribution by type of moves• Civil Service to Civil Service: 158• Civil Service to P&A: 3• P&A to Civil Service: 47• P&A to P&A: 28
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Job Family Study Results cont’d
• Impact on Salary – No impact: 226– Below the range minimum: 8– Above the range maximum: 2
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Additional Information
• Project Website with Q&A z.umn.edu/jobfamilies
• Civil Service Employee Rules http://www1.umn.edu/ohr/policies/governing/civilrules/.
• Administrative Policy for Appointments of Academic Professional and Administrative Employees http://www.policy.umn.edu/Policies/hr/Hiring/APPOINTPA.html
• Employee Benefits website http://www1.umn.edu/ohr/benefits/index.html
Contact Unit Human Resources orcall 4-UOHR (612-624-8647)
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Employee Benefits Resources
• Employee Benefits: www.umn.edu/ohr/benefits
• Academic Disability Program: www.umn.edu/ohr/benefits/disability/academic/index.html
• Vacation and Leave: www.umn.edu/ohr/benefits/leaves/vacation/index.html
• Minnesota State Retirement Plan: www.msrs.state.mn.us or www.umn.edu/ohr/benefits/events/index.html#msrs
• Faculty Retirement Plan (P&A): www.umn.edu/ohr/benefits/retiresave/frp/index.html
Questions? Contact Employee Benefits at 4-UOHR (612-624-8647) or [email protected]
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Thank you!Questions?
